THE RPO VOICE

One-half of organizations surveyed by SHRM in a 2016 report cited factors such as a low number of applicants (51%), lack of the needed work experience among candidates (50%) and competition from other employers (49%) as reasons for difficulty finding candidates for their open positions.

With challenging recruiting conditions in the current labor market (according to 68% of HR professionals), a more strategic talent acquisition approach is likely to position employers better for the talent war than tactical recruiting activities. Our #RPOA Weekly highlights the difference between strategic vs. tactical talent acquisition and some characteristics of the new talent landscape.

The role of a CHRO is one the most important C-level positions according to a recent article from Harvard Business Review, yet keeping up with the trends and best practices in the talent world can be daunting. In this #RPOAWeekly, we present some of the latest articles to keep you informed on hiring challenges, recruiting trends, and success stories.

Hiring the best talent for your business is an important endeavor full of unique complexities that demand a thorough and careful approach. The candidate landscape is changing, technology is rapidly evolving, and a task that took five people one year might evolve to require an entire development team the next.Because of these challenges and others, not all businesses find success in their initial recruiting efforts. Several issues are common adversaries for businesses, and staying aware of these challenges is the first step to circumventing recruiting failures.

We’ve asked talent acquisition experts to describe a few of these frequent trouble areas. The following six general challenges should give you an idea of where to review and what to prepare for when recruiting.

The most import key in the success of any talent acquisition strategy is, arguably, leadership commitment. But, how do you make the case for change to the executive team? And how do you win buy in and commitment before, during and post implementation?

In this edition of #AskAnRPOExpert, we asked John Younger, founder and CEO of Accolo, a recruitment process outsourcing provider based in Dallas, Taxes to answer these questions and others. Here is what Younger said.

How can companies compete for talent in a highly competitive job market? As the U.S. economy continues to add hundreds of thousands of new hires each month, the pool of candidates continues to shrink. Total nonfarm payroll employment increased by 151,000 in August, and the unemployment rate remained at 4.9 percent, according to the U.S. Bureau of Labor Statistics. Employment continued to trend up in several service-providing industries. In a previous edition, we learned about the conditions of the job market in 216 from the perspective of professional recruiters.

Your company's workforce is likely one of your highest business expenses. Between sourcing, recruiting and hiring costs, each new employee represents a significant investment. This news roundup of the RPOA Weekly covers the cost of talent acquisition and the steps you can take to decrease it.

We’re in a talent crunch, and competition for the best talent is fierce. In order to win the talent Hunger Games, companies need to have talent attraction strategies that will make candidates come to them, instead of the other way around. In this week’s RPOA Weekly, we take a look at the best tips to attract top talent, from long-term content strategies to the newest social media phenomenon.

Recruiting in the current U.S. job market remains very competitive forcing recruiters to get more aggressive with their recruiting strategies. According to the Bureau of Labor Statistics, reported job openings were little changed at 5.4 million in February and hires increased to 5.4 million, while jobless rate was down over the year in 296 of 387 metro areas and payroll jobs were up in 323. While the pool of active candidates shrinks (payroll employment risen by 215,000 in March) recruiters will start tapping into the pool of passive candidates (those who are already hired and not actively looking for a job). This RPOA Weekly looks into the challenges, opportunities, and best practices of filling open positions with passive candidates in the current recruiting environment.

Getting the right people in the right seats can be a massive hassle for employers. If you don’t want to dedicate the time or resources to finding full-time employees, you can opt for a staffing solution that will bring in contingent or temporary workers to fill your personnel requirements. In this week’s RPOA Weekly, we take a look at best practices and suggestions on how to make your staffing program a success.

The continent workforce is growing at a phenomenal rate, and there’s no sign of stopping. With the growth of temporary workers, contractors and freelancers in the job market, employers need to rework their approach to recruiting and managing their hires to make sure they stay on top of the trend. In this week’s RPOA Roundup, we take a look at how to coordinate your contingent workforce to positive your company for success.